Data Driven Diversity, Equity, Inclusion and Belonging
DDDEI&B. Surely, some mistake? It’s just D&I isn’t it?
In today’s world, you’d really struggle to find people and businesses that are not talking about Diversity, Equity, Inclusion and Belonging (DEI&B) as a business and even personal priority. At one and the same time, it’s a goal, a value, a differentiator, a part of organisational culture, and, at the same time, an area where we all feel we have room for improvement.
On the one hand, a focus on diversity, equity, inclusion and belonging is important for companies looking to build workplaces that are representative of the world in which we live. On the other hand, investments in diversity, equity, inclusion and belonging have a well-documented relationship to business performance and increased profits.
Diverse and inclusive workplace
And the research is very clear. Bersin by Deloitte research found that companies that embrace diversity and inclusion in all aspects of their business statistically outperform their peers. Bersin found that across 128 companies, those with talent practices focused on building a diverse and inclusive workplace, were ranked as high performing organisations, compared to those that did not focus on these areas.
The research, and our experience with our customers tells us that there isn’t an area of business that diversity, equity, inclusion and belonging does not affect. A focus on improving diversity, equity, inclusion and belonging can yield positive results across recruitment, retention, reputation, and business performance. It leads to happier, healthier and more productive employees. When employees feel a sense of belonging at work, they are more likely to participate and become engaged in their work and work activities. They are also more likely to donate their time and energy to improving the workplace and helping those around them. This culture of belonging can ripple out to our homes and communities in a positive way.
And this is where DDDEI&B comes in because making progress with diversity, equity, inclusion and belonging is not easy but it starts with an analytics-based approach, or as we like to say Data Driven Diversity, Equality, Inclusion and Belonging.
Businesses need access to the data to know where they are on these incredibly important topics. But we know that data is nothing without insight. Whilst the data can begin to identify gaps and areas of opportunity across the organisation, it can only ever tell you a small part of the story. It’s the ability to make connections across your data and systems that will make the difference. This could involve combining demographic data with performance, learning and salary data, or combining all of this with survey data, interviews, and/or program outcomes. It may involve a deep dive into hiring and recruitment data alongside turnover to uncover biases or gaps in process.
Insights, collaboration and outcomes
If this sounds pretty complex, it’s because it is. But having a people analytics platform that drives insights, collaboration and outcomes can reap enormous benefits across any organisation.
Improving diversity, equity, inclusion and belonging are not just 21st century business priorities. They represent an area where HR - with the right analytics and insight guiding decisions and actions, can truly make a difference both within business and throughout our communities.
That’s why for us, it will always be DDDEI&B, driven by people analytics that is accessible, actionable and insightful.
We need to talk about employee wellbeing